A Project Report

On

“Understanding Training Needs and Catering Them”

For

“Weikfield Food Pvt. Ltd.”

By

Rishika Raj

(2023-2025)

Under the guidance of

Dr. Vijay Nimbalkar

Submitted to

INTERNATIONAL INSTITUTE OF MANAGEMENT STUDIES

In partial fulfilment of the requirements for the award of

Post Graduate Diploma in Management (PGDM)

1
 ACKNOWLEDGEMENT

I would like to express my heartfelt appreciation to the Prof. Manish Mundra sir for his vision and
leadership, which have created an environment where learning and professional growth thrive. Their
commitment to excellence has been instrumental in offering me this invaluable opportunity.

I am deeply grateful to Dr. Vijay Nimbalkar, HOD of the Human Resources Department, for her
invaluable direction throughout my internship and the formulation of my report on "Understanding
Training Needs and Catering them in Weikfield". Her expertise and assistance greatly enriched my
learning experience.

Furthermore, I am sincerely grateful to Weikfield Food Pvt Ltd. for providing me with the
opportunity to complete my internship. I extend my gratitude to my reporting heads, Ms. Joohi
Meshram and Mr. Gurpreet Aidhen for their guidance and encouragement during my internship.

Additionally, I would like to thank the International Institute of Management Studies for
equipping me with the knowledge and skills necessary for this internship. The academic foundation
provided by the college has been crucial in preparing me for practical challenges in the business
world.

Lastly, I am grateful to my fellow interns for their friendship and shared learning experiences. Our
collaboration and knowledge exchange have enriched my internship journey and created a positive
and dynamic atmosphere.

Thank you.

2
 DECLARATION OF STUDENT

I confirm that the project work that is undertaken by me is an original and authenticate in
work done by me. This project is being submitted in partial fulfilment for award of Post
Graduate Degree in management from IIMS Pune.

The content of this report based on the information collected by me during my tenure at
Weikfield Food Pvt. Ltd. Pune during 60 days of training from 22nd April to 22nd
June2024.

Place: Signature of Student

Date:

3
 CERTIFICATE FROM GUIDE

This is to certify that the Summer Internship Report entitled, Understanding Training Needs
and Catering Them is a record of the original research project report undergone by Roll No. –
IIMS/PGDM/23/184 during the academic year 2023-25 of her study in the International Institute of
Management studies, Pune, under my supervision.

I wish her all the best for bright future ahead.

Place: Signature of Guide

Date:

4
COMPANY CERTIFICATE

5
 INDEX

S.NO. TOPIC PAGE NO.

1. Company Profile 7-8

2. About Training 8-12

3. Training and development objectives 13-14

4. Training Process 15-30

5. Analysis 31

6. Findings 32

7. Suggestions 33

8. Limitations 34

9. Bibliography 35

6
 Chapter – 1
Executive Summary

7
 EXECUTIVE SUMMARY

Weikfield Foods Pvt. Ltd. is a prominent Indian food company known for its wide range of
products such as custards, pasta, sauces, desserts, and baking ingredients, serving both
domestic and international markets. Established in 1956, the company has built a strong
reputation for quality, consistency, and innovation. It operates through an extensive
distribution network that includes supermarkets, retail chains, e-commerce platforms, and
exports to over 40 countries.

During my HR internship at Weikfield, I gained valuable insights into the company’s

employee-centric culture and human resource practices. The HR department plays a critical
role in supporting Weikfield’s continued growth by focusing on talent acquisition,
onboarding, employee engagement, training, and performance management. I contributed to
resume screening, interview coordination, and internal communication processes, as well as
supported activities aimed at enhancing workplace morale and organizational efficiency.

Weikfield’s strength lies in its brand legacy, modern work environment, and commitment to
employee development. The company is adapting to evolving workforce needs by embracing
digital HR tools, fostering a collaborative culture, and investing in skill-building initiatives.
Looking ahead, Weikfield aims to strengthen its employer brand, improve digital HR
integration, and promote sustainability and inclusivity within the workplace.

This internship offered a comprehensive exposure to HR operations in a leading FMCG

company and highlighted the strategic role human resources play in supporting organizational
success.

8
 Chapter – 2

Company Profile

9
 COMPANY PROFILE

About Weikfield

Weikfield started operations in 1956, soon after they set up operations in Pune, Maharashtra,
with two products on its production line - custard and corn flour. Today, this network spans
100,000+ retail outlets across India and 5 continents globally. Quality and reputation still
remaining the most valued assets for the organization.

Weikfield Products manufactures and markets food products. It offers desserts and
ingredients, including custard & baking powders, corn flour, vegetarian jellies, and processed
vegetables & fruits, including sweet corn kernels and canned mushrooms. The company also
provides sauces, pickles, and condiments, including continental and Chinese sauces, chili
vinegar etc., health foods and beverages, including white oats, fruit preserves, drinking
chocolate powders, and sweeteners; and organic tea products. The domestic network for the
organization encompasses 20 C&F Agents, 900 distributors and stockists in every city in
India. Overseas, its chain of agents, distributors and direct buyers covers North & South
America, Continental Europe & UK, the Middle East, Australia and Africa. The team at home
is a lean and productive family of 750 people, 600 of which are part of the manufacturing
process spread over three facilities.

Weikfield is also one of the few organic certified tea packing units in the country that
produces an exotic range of natural flavoured organic green teas bags under the “Eco Valley”
brand. It is also one of the largest producers of White Button & Portobello mushrooms and
sells it under the “Eco Valley” brand. A large segment of products of the organization caters
to the Food Services Segment. They have been catering to organizations like Taj Hotels,
Oberoi, Ramada, Lemon Tree etc.

Customer satisfaction has been and remains Weikfield’s primary goal. Uncompromising
insistence on high-quality standards, continuous innovation and the commitment to provide
value for money to the customer has made Weikfield a household name.

Weikfield’s production facilities are located at three locations in India, all of which are ISO-
22000 & HACCP certified units and manufacture a versatile range of agri and processed food
products.

10
LOCATIONS

Weikfield Foods Pvt Ltd operates several manufacturing units and has a strong presence both
in India and internationally. Here is a detailed look at their different locations and factories:

Manufacturing Facilities

• Pune, Maharashtra

o Headquarters: The primary corporate office is located in Pune. This facility is the hub
for strategic planning, administrative functions, and overall management of operations.

o Manufacturing Units: Several production units in and around Pune focus on

producing a wide range of products, including custard powder, baking ingredients, pasta,
noodles, and sauces.

• Nalagarh, Himachal Pradesh

o Factory: This manufacturing facility primarily focuses on producing dessert mixes,

including custard powder and jelly crystals. It is strategically located to serve the northern
markets efficiently.

• Bakori, Maharashtra

o Factory: This unit is involved in the production of various Weikfield products,

including mushroom, and other processed foods.

11
 Chapter-3

Internship Project Work

12
 INTERNSHIP PROFILE

Internship Details:

 Company Name: Weikfield Foods Pvt. Ltd.

 Internship Duration: 60 Days

 Project Title: Understanding Training Needs and Catering Them

 Internship Location: Pune

Company Guide:

 Mr. Gurpreert Aidhen ( Manager)

 Ms. Joohi Meshram (Asst. Manager)
 Faculty Guide : Mr. Vijay Nimbalkar ( Professor, IIMS college, Pune)

During my HR internship at Weikfield Foods Pvt. Ltd., Pune, I worked on identifying and
analyzing training needs across departments and designing recommendations to address skill
gaps. The internship provided practical exposure to Learning & Development (L&D)
activities, training planning, employee feedback collection, and evaluating training
effectiveness.

Project Objectives

 To assess the training requirements of employees at various levels.

 To interact with department heads to understand skill expectations and performance

gaps.

 To assist in organizing relevant training sessions based on identified needs.

 To measure training effectiveness through feedback and performance indicators.

 To contribute to building a framework for ongoing learning and development.

13
Key Activities Conducted

1. Training Needs Identification

• Conducted interviews and surveys with team leaders to understand skill gaps.
• Analyzed past performance records and appraisal data to identify areas needing
improvement.

2. Departmental Coordination
• Collaborated with department heads to map competencies and required training
areas.
• Created a summary matrix of skill gaps across departments such as production,
sales, and administration.

3. Training Session Planning

• Assisted in shortlisting external trainers and content resources.
• Helped design training calendars and prepare communication for sessions.

4. Training Delivery Support

• Coordinated logistics for sessions (venue, equipment, attendance sheets).
• Assisted trainers during live sessions and ensured participant engagement.

5. Feedback & Effectiveness Analysis

• Distributed feedback forms and conducted informal follow-up with attendees.
• Compiled data on session ratings and participant suggestions for improvement.

6. Documentation & Reporting

• Maintained training attendance logs, feedback reports, and session-wise
documentation.
• Submitted weekly progress reports to the HR Manager for review.

14
 Chapter – 4

Learning & Reflections

15
 LEARNING & REFLECTIONS

Key learnings from Internship

My summer internship at Weikfield Foods Pvt. Ltd., Pune was a transformative experience
that provided me with meaningful exposure to the HR domain, particularly in Learning &
Development (L&D), employee engagement, and HR operations. By working closely with
the HR team and participating in real-time activities, I developed key professional
competencies and a deeper understanding of how human resources drive organizational
effectiveness. Below are some of the core learnings from my internship:

1. Understanding the HR Function in the FMCG Sector

One of the most significant takeaways was understanding how HR operates within a dynamic
FMCG environment. I learned:
• The strategic importance of HR in workforce planning and talent development.
• How HR policies are adapted to meet the needs of manufacturing and corporate staff.
• The role of training in improving productivity and employee satisfaction.
• How HR supports compliance, safety, and employee wellbeing initiatives in factory
settings.

2. Training Needs Identification & Skill Gap Analysis

My core project centered around analyzing training needs, which taught me how to:
• Conduct structured interviews and surveys to assess skill gaps.
• Work collaboratively with department heads to identify training priorities.
• Use employee performance data and feedback to build a training roadmap.
• Align learning outcomes with organizational goals and employee roles.

3. Employee Engagement & Workplace Culture

Engaging employees and fostering a positive work culture are critical in HR. I experienced:
• Planning and executing small engagement events like team games and feedback drives.
• Observing the impact of appreciation and recognition on employee motivation.

16
• Understanding the importance of two-way communication between employees and
management.
• How HR plays a key role in building an inclusive and collaborative workplace.

4. HR Operations & Documentation

Hands-on work with HR operations helped me improve my administrative and coordination

skills. I learned:
• To manage employee records, onboarding documents, and training reports.
• The importance of accuracy and confidentiality in HR data handling.
• How digital tools (Excel, Google Forms, etc.) can streamline HR processes.
• To track attendance, training participation, and employee feedback effectively.

5. Professional Growth & Soft Skills Development

Apart from technical knowledge, the internship also contributed to my personal and
professional development:
• Improved my communication and coordination skills through daily interactions with team
members.
• Built confidence in presenting findings and handling professional conversations.
• Gained time management skills by balancing multiple HR tasks and reporting requirements.
• Developed a deeper appreciation for the role of empathy, active listening, and integrity in
human resource management.

17
 Chapter-5

Objectives of the study

18
 OBJECTIVES OF THE STUDY
Understanding Training Needs and Catering them

ABOUT TRAINING

It is a learning process that involves the acquisition of knowledge, sharpening of skills,

concepts, rules, or changing of attitudes and behaviours to enhance the performance of
employees.

Training is about knowing where you stand (no matter how good or bad the current situation
looks) at present, and where you will be after some point of time.

Training is about the acquisition of knowledge, skills, and abilities (KSA) through
professional development.

ROLE OF TRAINING

Business
Environment

Learning
Business
Excellence ROLE &
Development

Changes and
Challenges
19
 Importance Of Training

IMPORTANCE OF TRAINING FROM TWO DIFFERENT

PERSPECTIVES

Company Employee

Optimum Utilization Of Human

Resources Adaptability and Innovation

Development Of Human Resource Employee Satisfaction and

Engagement

Development Of Skills Of Enhanced Performance

Employees

Improved Productivity Sucession Planning

Organisation Culture Risk Mitigation and

Compliance

20
 For Company

 Optimum Utilisation Of Human Resources: Training and Development helps in

optimizing the utilization of human resource that further helps the employee to
achieve the organizational goals as well as their individual goals

 Development Of Human Resource: Training and Development helps to provide an

opportunity and broad structure for the development of human resources’ technical
and behavioural skills in an organization. It also helps the employees in attaining
personal growth.

 Development Of Skills of Employees: Training and Development helps in increasing

the job knowledge and skills of employees at each level. It helps to expand the
horizons of human intellect and an overall personality of the employees.

 Improved Productivity – Training and Development helps in increasing the

productivity of the employees that helps the organization further to achieve its long-
term goal.

 Organization Culture – Training and Development helps to develop and improve the
organizational health culture and effectiveness. It helps in creating the learning culture
within the organization.

For Employee

 Employee Satisfaction and Engagement: Providing opportunities for learning and

development demonstrates an organization's commitment to its employees' growth
and career advancement. Employees who receive training feel valued and engaged,
leading to higher job satisfaction, motivation, and loyalty.

 Enhanced Performance: Training equips employees with the knowledge, skills, and
competencies necessary to perform their jobs effectively. It helps them understand

21
 their roles better, improves their job-related skills, and enhances their overall
performance, leading to increased productivity and efficiency.

 Succession Planning and Leadership: Development: Effective training and

development programs prepare employees for future leadership roles and succession
planning. By identifying and nurturing high-potential talent within the organization, it
ensures a pipeline of capable leaders who can drive the organization's success in the
long term.
 Risk Mitigation and Compliance: Training programs help employees understand
and adhere to regulatory requirements, industry standards, and best practices,
reducing the risk of compliance violations, errors, accidents, and legal liabilities. It
promotes a culture of accountability, ethics, and safety within the organization.

 Adaptability and Innovation: Continuous learning and development enable

employees to adapt to changes in technology, market trends, and business strategies. It
fosters a culture of innovation and creativity, where employees are encouraged to
explore new ideas, experiment with solutions, and contribute to organizational growth
and competitiveness.

22
Study Of Learning and Development
Process at Weikfield

23
 TRAINING AND DEVELOPMENT OBJECTIVES

The principal objective of training and development division is to make sure the availability
of a skilled and willing workforce to an organization. In addition to that, there are four other
objectives: Individual, Organizational, Functional, and Societal.

 Individual Objectives – Help employees in achieving their personal goals, which in

turn, enhances the individual contribution to an organization.
 Organizational Objectives – Assist the organization with its primary objective by
bringing individual effectiveness.
 Functional Objectives – Maintain the department’s contribution at a level suitable to
the organization’s needs.
 Societal Objectives – Ensure that an organization is ethically and socially responsible
to the needs and challenges of the society.

24
 Training process

Identify Training
Training Counduct Post-Test
Needs

Divide Training into

Conduct Pre-Test Collect Feedback
Two Category

Plan a Training
OrganiseTraining Evaluate Effecftiveness
Calendar

IdentifyEmployee to be
Fetch Vendors
trained

25
 Training Needs Identification

Training need identification, also known as training needs analysis, is the structured process
of understanding your organization's and employees' training requirements. Well-trained and
knowledgeable employees are valuable resources for any business. Here the focus should be
placed on the needs of the organization as opposed to the desires of the employees for a
constructive outcome.
Identifying training needs involves methodically recognizing your organizational workforce's
training and development needs to design a training program that meets business needs and
provides excellent returns.

Why training needs identification is important:

 Alignment with Business Goals: Training focused on addressing business needs ensures
employees have the skills to achieve organizational objectives.

 Improved Performance: By identifying skill gaps, you can target training programs to
address them, leading to a more skilled and productive workforce.

 Increased Efficiency: Addressing knowledge deficiencies can help streamline processes

and improve overall efficiency.

 Enhanced Employee Satisfaction: Investing in employee development shows you value

their growth, which can boost morale and satisfaction.

The training needs identification process:

1. Set Objectives: Define the purpose and scope of the training program. Are you
focusing on a specific department, role, or company-wide need?
2. Analyse Business Goals: Identify the skills and knowledge required for employees to
achieve organizational goals.
3. Evaluate Current Performance: This might involve performance reviews, skills
assessments, or surveys to gauge current employee capabilities.

26
 4. Identify Skill Gaps: Compare desired skills with current performance to pinpoint
areas needing improvement.
5. Prioritize Needs: Not all skills gaps are equal. Prioritize training based on urgency
and impact on business goals.

Here are some methods used for training needs identification:

 Performance Reviews: Analysing past performance reviews can reveal skill

deficiencies.
 Skills Assessments: Assessments can measure employee knowledge and abilities.
(Types of assessment – Aptitude test, Psychological test, Observational test,
Reasoning test).
 Surveys: Surveys can help gather what employee training needs and preferences are.
 Job Descriptions: Review job descriptions to identify the required skills for each
position.

Also keep in check:

 Build targeted reskilling plans for each employee.

 Invest in the skills for the present and future.
 Get enhanced returns on your training.

Analyse Skills Gap In Your Workforce

Identify what to train Identify whom to train Measure Training

Effectiveness

Understanding your Spot agile learners to train on Improve your people and business

Organisations skilling specific skills sets . outcomes

27
 TRAINING DESIGN

The design of the training program can be undertaken only when a clear training objective
has been produced. The training objective clears what goal has to be achieved by the end of
training program i.e. what the trainees are expected to be able to do at the end of their
training. Training objectives assist trainers to design the training program.

Types of
Training

Behavioral Technical

Time Problem Sales Manufacturing

Management Solving

Product
Team Change Knowledge
Sales Safety Compliance
Building Management Application Training Training(ISO)
Training

Decision Process
Planning Training
Making

Critical Emotional
Thinking Intelligence

28
 Training Calendar Sample

Week 1 Week 2 Week 3 Week 4 Week 5 Week 6 Week 7

April New Production

Product Line
Launch Training
Training

May Stress Data

Management Analysis
Techniques For
Quality
Control

June New leader Basic Fire

Training Safety
(People Refresher
skills)

July Conflict Financial

Resolution Literacy
Skills Workshop

29
Cross checking and collecting nominations for Employee to be Trained

1. Performance Reviews and Feedback:

 Regularly scheduled performance reviews are a great opportunity to assess
employee strengths and weaknesses. Look for areas where an employee's
performance falls short of expectations and identify if training could bridge
the gap.
 Encourage ongoing feedback from supervisors and colleagues. Feedback can
reveal areas where an employee struggles or highlight new skills they'd like to
develop.

2. Skill Gap Analysis:

 Conduct a formal skill gap analysis to identify discrepancies between the skills
employees currently possess and the skills required for their roles or desired
career paths. You can achieve this through:

o Skills assessments: Use online assessments or create your own to evaluate

employee proficiency in specific areas.
o Surveys: Ask employees about their skills and areas where they feel they need
improvement.
o Interviews: Conduct interviews with employees and their supervisors to
discuss skill gaps and training needs.

3. Analysing Employee KRAs (Key Result Areas):

 As discussed previously, KRAs outline the key results or goals employees are
expected to achieve. By analysing KRAs, you can identify the specific skills
and knowledge needed to achieve them. Employees who consistently struggle
to meet their KRAs might benefit from targeted training in those specific
areas.

4. Employee Self-Assessment and Career Development Plans:

 Encourage employees to participate in self-assessments where they evaluate
their own skills and identify areas for development.

30
  When employees create career development plans, they outline their career
goals and the skills they need to achieve them. These plans can be a valuable
tool in identifying training needs.

5. Analysing Company Goals and Industry Trends:

 Consider the company's overall goals and objectives. If the company is
planning to launch new products or implement new technologies, employees
might need training to adapt and succeed.
 Stay informed about industry trends and emerging technologies. Training
employees on these advancements can keep your company competitive.

31
 Fetch Vendors

Selecting the best training vendor is essential to engaging learners and ensuring you
maximize your training return on investment. Finding vendors for training programs involves
thorough research, evaluation, and selection to ensure that you partner with reputable
providers who can deliver high-quality training solutions. Here's a step-by-step process:

Evaluate Vendor Capabilities: Assess the capabilities and qualifications of each potential
vendor. Review their training materials, course content, and methodologies to ensure they
align with your organization's needs and objectives. Consider factors such as the vendor's
reputation, track record, industry expertise, training delivery methods, and client references.

Request Proposal: Reach out to selected vendors and request detailed proposals outlining
their training programs, services, and pricing structures. Provide vendors with specific
requirements and objectives to ensure that their proposals are tailored to your organization's
needs. Ask for information about their training methodologies, trainers' qualifications,
instructional materials, and support services.

Review Samples and Demos: Ask vendors to provide samples of their training materials,
course outlines, or demo sessions to evaluate the quality and effectiveness of their programs.
Attend live training sessions or webinars hosted by the vendors to get a firsthand experience
of their training delivery style and methodologies.

Assess Cost and Value: Compare the costs and value propositions of different vendors to
determine which offers the best return on investment for your organization. Consider factors
such as pricing structure, training duration, customization options, and additional services or
support provided by the vendor.

Check References and Reviews: Reach out to past clients or references provided by the
vendors to gather feedback on their experiences. Ask about the vendor's reliability,
responsiveness, training effectiveness, and overall satisfaction with the services provided.
Additionally, check online reviews and ratings to gather insights from other organizations that
have worked with the vendor.

Negotiate Terms and Contracts: Once you've selected a preferred vendor, negotiate the
terms of the training agreement, including pricing, payment terms, cancellation policies, and

32
service level agreements. Review the contract carefully to ensure that all key terms and
deliverables are clearly defined and agreed upon by both parties.

Monitor Performance: Continuously monitor the performance of the vendor throughout the
training program to ensure that they meet expectations and deliver the agreed-upon outcomes.
Provide feedback and address any issues or concerns promptly to maintain a productive and
collaborative relationship.

By following these steps, we can effectively identify and select vendors for training programs
that align with your organization's needs and contribute to the development and success of
your workforce.

33
 Organise training using Training- Checklist

Training Program Planning Checklist

Training Session
Group
Department(S)

Requested Date Start Time

Actual Date End Date

34
 Pre test

Purpose

The purpose of a pre-test is to inform and optimize the training process, ensuring that it meets
the specific learning needs of participants and maximizes the return on investment for the
organization.

Pre-tests in training programs act like a compass, helping trainers assess learners' existing
knowledge and adjust the program accordingly. This ensures everyone starts on the same
page, allows trainers to tailor content to address knowledge gaps, and boosts learner
engagement by sparking interest in the upcoming material.

Assessment of Current Knowledge and Skills: A pre-test helps assess participants' current
understanding, knowledge, and skills related to the training topic. This baseline assessment
provides trainers and organizers with insights into the starting point of each participant.

Identification of Learning Needs: By analysing the results of the pre-test, trainers can
identify specific areas where participants may lack knowledge or proficiency. This helps in
tailoring the training content to focus on addressing these identified gaps effectively.

Customization of Training Content: Based on the pre-test results, trainers can customize
the training program to better suit the needs of the participants. This ensures that the training
is relevant and targeted, enhancing its effectiveness in improving participants' skills and
performance.

Measurement of Training Effectiveness: The pre-test serves as a benchmark against which

post-training assessments can be compared. This allows trainers and organizers to measure
the effectiveness of the training program by evaluating how much participants have learned
and improved as a result of the training.

35
 Training

Training Programmes

Training need is define as a gap, which exists between the required and actual standards of
performance in a task that can be bridged by training. With the help of training and
development programs organization has improves its productivity & efficiency level to an
utmost position.

Training is required for several purposes. Accordingly, training programmes that are
organized in Weikfield Foods Pvt Ltd. are as follows:

1. Orientation Training: Induction or orientation training seeks to adjust newly

appointed employees to the work environment. It is brief and informative.
2. Job Training: Employees may be taught the correct method of handling
equipment and machines used in a job
3. Safety Training: Training provided to minimize accidents and damage to
machinery. It involves instruction in the use of safety devices.
4. Promotional Training: It involves training of existing employees to enable
them to perform higher level jobs.
5. Refresher Training: Employees to be trained in the use of new methods and
techniques. This training is designed to revive and refresh the knowledge and to
update the skills of the existing employees.

36
 Conduct post-Test

The purpose of post-training goes beyond simply completing a training program. It's about
solidifying the learned information and ensuring its application in the real world. Here's a
breakdown of the key goals:

Evaluate Learning: Post-training assessments help measure how effectively the program
transferred knowledge and skills to the learners. This feedback loop allows trainers to identify
areas where participants might need additional support or if the training itself needs
improvement.

Reinforce Knowledge: Training reinforcement through post-training activities helps learners

retain information for a longer period. This can involve spaced repetition techniques, on-the-
job application exercises, or even providing access to reference materials.

Identify Performance Improvement: For employee training, post-training evaluation can

help identify areas where performance improvement is needed. This allows for targeted
coaching or follow-up training to ensure employees can effectively use their newfound
knowledge on the job.

Bridge the Gap: Post-training activities can bridge the gap between theoretical knowledge
and practical application. This could involve simulations, case studies, or opportunities to
practice the learned skills in a safe environment

37
 Knowledge Analysis

SAMPLE ANALYSIS OF PRE & POST TEST

PRE-TEST MARKS OUT POST-TEST MARKS OUT OUTCOME
S.NO NAME OF 50 OF 50
1 Deepak Vashita 25 35 10
2 Rashmi Ranjan 30 32 2
3 Silpi Dutta 28 30 2
4 Vikash Gautam 19 18 -1
5 Vishal Karnal 33 43 10
6 Nitin Thawkar 35 35 0
7 Vinod Boharpi 24 26 2
8 Shivaji Shinde 22 34 12
9 Mahesh Kusma 24 31 7
10 Satish Roham 34 44 10

Observation
Majority of the participants showed improvement in their post-test scores compared to their
pre-test scores.
Shivaji Shinde demonstrated the highest improvement with a gain of 12 marks.
Vikash Gautam was the only participant whose post-test score was lower than the pre-test
score.
The outcomes range from -1 to +12, indicating varied levels of improvement across the
participants.

38
 Sample Feedback Form

Questionnaire
Did the session meets its stated objective?
Yes
No
The training content was relevant to me?
Yes
No
Is the knowledge shared in the session useful in your day-to-day activity?
Yes
No
The facilitator was helpful, informative & approachable?
Yes
No
Instructional methods & media were used appropriately which made learning
easy
Yes
No
Training material used was helpful
Yes
No
Faculty had a good grasp of the subject
Yes
No
The concepts were clearly explained
Yes
No
Faculty involved all participants
Yes
No
Would you recommend this training program to your colleagues?
Yes
No
How would you rate the overall program?
Yes

39
Analysis of Feedback Collection

Feedback Analysis

Good
Bad

40
 Chapter-6

Research Methodology

41
 RESEARCH METHODOLOGY

A mixed-methods approach was employed to effectively assess training needs and evaluate
the impact of learning and development initiatives at Weikfield Foods Pvt. Ltd., Pune. By
integrating both quantitative and qualitative research, the study aimed to provide a holistic
view of employee skill gaps, engagement levels, and the effectiveness of current training
practices.

1. Quantitative Research

Focused on collecting and analyzing numerical data related to training participation,

frequency, feedback scores, and performance metrics to identify trends and measurable
outcomes.

2. Qualitative Research

Involved gathering in-depth insights from employees and supervisors through interviews,
open-ended surveys, and observation to understand experiences, expectations, and perceived
value of training programs.

Research Instruments Used

 Sampling Techniques:
• Purposive Sampling: Selected HR personnel, team leaders, and employees directly
involved in or impacted by training programs.
• Random Sampling: Used for collecting general employee feedback from different
departments.

 Sample Size:
• Quantitative: 100 respondents (training participants across departments)
• Qualitative: 100 respondents (mix of employees, HR staff, and supervisors)

 Sample Units:
• Employee Feedback Forms
• Training Attendance Records
• Performance Review Data
• Departmental Feedback & Observations

42
Research Objectives

1. Identify Training Needs Across Departments and Roles

Evaluate current skill gaps through feedback, performance trends, and departmental
input.

2. Assess Training Program Effectiveness

Measure the outcomes of past training in terms of participation, satisfaction, and
performance improvement.

3. Understand Employee Engagement with Learning Opportunities

Examine how employees perceive and respond to different types of training programs.

4. Determine Return on Investment (ROI) in Training

Analyze the cost-benefit ratio of training sessions by correlating learning outcomes
with performance improvements.

5. Enhance Training Strategies Based on Employee Input

Use feedback to improve content relevance, training delivery methods, and
scheduling.

6. Align Training with Broader HR and Business Objectives

Ensure that training initiatives contribute to organizational growth, employee

retention, and leadership development.

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 Chapter-7

Review of Literature

44
 REVIEW OF LITERATURE

Training and Development as a Strategic Tool

According to Armstrong (2014), training is no longer seen as a cost but as a strategic

investment. When aligned with organizational goals, training improves performance, builds
competencies, and boosts employee morale. This is especially relevant in the FMCG industry,
where continuous improvement and adaptability are essential.

2. Training Need Analysis (TNA)

McGhee and Thayer (1961) introduced the classic three-level model of TNA—
Organizational, Task, and Individual Analysis. Their model stresses the importance of
understanding training needs at multiple levels to ensure interventions are relevant and
impactful. Weikfield Foods, by assessing training needs systematically, can improve
productivity and engagement.

3. Employee Engagement through Learning

As per Gallup’s State of the Global Workplace Report (2023), employees who receive regular
training and development are 2.5 times more likely to be engaged at work. Engaged
employees demonstrate higher loyalty, reduced absenteeism, and stronger performance. This
highlights the role of learning in driving employee satisfaction.

4. Effectiveness of Pre- and Post-Training Assessments

Research by Kirkpatrick (1994) in his Four-Level Evaluation Model emphasizes the

importance of evaluating training outcomes through:

 Reaction

 Learning (pre/post-assessment)

 Behavior

 Results

This model supports the use of pre- and post-tests to measure learning effectiveness, as was
practiced in the training programs at Weikfield.

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5. Customized Training Programs

A study by Goldstein and Ford (2002) shows that training programs tailored to job-specific
needs and individual learning styles are more effective than generic ones. By segmenting
training at Weikfield based on departments and job roles, learning becomes more impactful
and relevant.

6. Technology in Training

According to Noe (2017), integrating digital tools (like e-learning modules, LMS platforms,
and virtual classrooms) increases training flexibility, especially in hybrid work models. This
is an opportunity for Weikfield to scale learning cost-effectively while maintaining quality.

7. Return on Investment (ROI) in Training

Phillips (1996) introduced a model for calculating ROI from training by comparing the
monetary benefits of training with the associated costs. Implementing ROI metrics helps
organizations like Weikfield ensure training remains an investment with measurable
outcomes.

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Chapter-8

Findings

47
 FINDINGS

During the research study conducted among the employees of Weikfiekd Food Pvt. Ltd. by
the help of my Observations n Interactions held with them, my findings are:

Training is the most important part of any organization and no person can think of the
development without it. By training the attitudinal change in the employee leads to the
positive thinking, a sense of devotion to organizational and also by the help of technical and
behavioural training the person in the organization can be aware of the latest developments
and how to come up with the best output with minimum investment and minimum labour
waste. This leads to the increase in the profit of the organization. This view is of the
managerial and staff level employee.

The Weikfield Food Pvt. Ltd., manager feels that the training needs of the employees are
fulfilled and they are holding on time while individual workers have different opinion about
it. According to them the trainees need identification is not done on time and mostly it is late.
so it is not so effective.

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 Chapter-9

Suggestions & Conclusions

49
 SUGGESTIONS & CONCLUSION

Suggestions for enhancing training process at Weikfield Foods

Based on my observations and analysis during the internship at Weikfield Foods Pvt. Ltd., the
following suggestions are made to strengthen the company’s HR training and development
practices:

 Use a mix of training methods to keep participants engaged. This could include
lectures, discussions, hands-on activities, simulations, or e-learning modules.
 Break down complex topics into smaller, achievable steps.
 Gamification and other interactive elements can make training more enjoyable and
memorable.
 Design role-specific training programs for new joiners, supervisors, and mid-level
managers, ensuring targeted development.
 Alongside technical skills, invest in regular soft skills and leadership training to
prepare future managers and team leaders from within the organization.

Conclusion

My internship at Weikfield Foods Pvt. Ltd., Pune was an enriching experience that provided
in-depth exposure to human resource practices in the FMCG industry. Through my work on
assessing training needs and supporting HR initiatives, I gained practical insights into the
importance of continuous employee development.

Weikfield has a strong commitment to its people, and with the adoption of structured and
technology-driven training practices, it can further enhance employee productivity,
satisfaction, and retention. Aligning HR development efforts with the company’s strategic
goals will play a crucial role in sustaining long-term growth and maintaining a competitive
edge in the industry.

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 Chapter-10

Limitations

51
 LIMITATIONS

 Encourage a culture of open communication where employees feel comfortable

providing feedback on their training needs.
 Develop a training plan that considers new employee needs without neglecting the
ongoing development of existing staff.
 Resistance to change, insufficient leadership support, or a culture where managers
perceive training as a waste of time can significantly undermine the success of
training initiatives.
 Designing training programs that meet company goals and address diverse employee
needs can be challenging, potentially leading to less effective training outcomes.
 While pre- and post-assessments were conducted, there was insufficient time to
observe how the training translated into behavioral or performance improvements on
the job.
 Confidentiality protocols restricted access to some detailed HR performance metrics
and past training feedback, which could have supported deeper analysis.

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Chapter-11

Bibliography

53
 BIBLIOGRAPHY

Reference link:
 https://scholar.google.com/
 https://www.td.org/insights/astd-announces-name-change
 https://www.td.org/
 https://www.kirkpatrickpartners.com/

Books Referred:
 A framework for Human Resource Management-Dessler Gary [Edition:7th]

 Strategic Human Resource Management A General Managerial Approach- Greer, Charles P.

 (Pearson Publications) [Edition:2nd]

 Fundamentals of Human Resource Management- Varkkey Biju, Dessler Gary (Pearson

Publications) [Edition:14th]

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